An organizational strategy is the creation,
implementation and evaluation of decisions within an organization that enables
it to achieve its long-term and short- term objectives.Key strategic considerations of organization
strategy(1) What re-configurations, reach extensions
and strategic relationships will be necessary to deliver the intended strategy.(2) What new skills and capabilities will be
needed and what changes in the procedures relating thereto.(3) What performances will be required and
how these can be achieved.(4) What changes (if any), are required in
the corporate culture to meet the new requirements.(5) How to integrate operational activities
to align them with the new strategic objectives and plans.Once the strategy is formulated the most
important phase of implementation has to be undertaken.Most of the organizations successful in
strategy implementation consider the human resource factor as very important in
making strategies happen because, according to them, consideration of human
resources requires that management think about the organization's communication
needs. That they articulate the strategies so that those charged with
developing the corresponding action steps fully understand the strategy they're
to implement. In addition, human resource function understands the effects each
new strategy will have on their human resource needs.

HR Activities That Support Organizational
StrategyRecruitment And SelectionThe ability to attract and select human
resource having the right knowledge, skills and attitude is an important
function of HR. If, it is successful in this work, it will be providing support
to organization strategy in a big way. Productivity, quality and service are
the most critical issues in any organization and any positive contribution of
HR in these areas will be of paramount importance.Starting with productivity, induction of
employees in the production area who are a complete fit with the jobs
requirement will result in visible improvements in planning, processes,
supervision, techniques etc. leading to improvement in productivity, which in
turn directly affect the organization profitability. HR in such cases is adding
value to the organization.Similarly, HR through right hiring may add
value to the organization in service also. Here if customer satisfaction shows
an upward trend and cost of service delivery and rate of errors show a downward
trend due to initiatives of recently inducted employees, then again HR is
credited with adding value.Quality is one of the most critical issues
for any organization. Improvement in quality positively affects a host of other
areas. Just like the loops of a chain they are connected with one another.
Improvement in quality leads to reduction in production or service cost and,
providing customer delight resulting in customer retention. Increase in sales
follows thus improving market reputation leading to reduction in marketing
expenses which contributes towards improved profitabilityIt is, however, important to remember that to
qualify as a value adding activity, improvements must be shown to have happened
in consequence of the activity started by human resource function. In this
context the most important thing is the availability of the correct data and
the right interpretation. In every case right measuring tools have to be found
and the reasons of improvements are to be correctly determined.

Performance Appraisal And CompensationPerformance Appraisal and Compensation are
the most critical areas of HRM. Formulating a system which is fully aligned
with organizational strategy, and implementing the same in an objective and
transparent manner not only make the system acceptable, but also positively
affects the employee’s motivation. The system not only enunciates
organization's expectations regarding employee’s performance, but also helps in
employee training and development. Similarly, laying down a sound and fair
compensation policy goes a long way in attracting, maintaining, developing and
retaining good employees. HR can add, value by proper formulation and
implementation of these important functions and thus supporting organization
strategy.

Training And DevelopmentA learning organization is fast becoming a
reality. In any organization continuous learning means growth through learning
events and experiences for individual employees as well as teams, and the
organization as a whole. HR plays an important role in developing a culture of
continuous learning. Identifying, training and development needs and arranging,
training and development programs for employees is part of the whole learning
process. A system which creates an environment conducive to learning through
experience, coaching, mentoring, self learning as well as through training and
development is a must in the learning organization. HR which is the main
organizer, director and controller of learning must ensure that actual learning
is followed by its application for bringing about improvements in different
areas of operations. If that happens, the learning objective is achieved and HR
is successful in adding value to the organization.

The Role of HR Function In The Overall
Success Of The BusinessHuman capital leverages all the areas of an
organization. Therefore, the HR department needs to ensure the human asset is
effectively aligned with the strategy determined by the organization. To
capitalize on the leverage, organizations need to adapt a new perspective of
HR.The HR systems should be created / adopted in
alignment with the organization's strategy. HR must ensure that employees are
strategically focused. Every element of HR function, from hiring, compensation,
training etc. needs to be developed in order to enlarge the human capital in
the organization. When HR is strategic and involved with and / or linked to
organizational performance, it plays an important role in the success of an
organization. In essence an organization's competitive advantage is more easily
achieved when HR is effectively lined with its strategy.Alignment between HR activities and strategic
planning can be formed by HR. HR must expand beyond administrative function and
focus more on how it can support the organization in strategic planning and
implementation. By increasing the competencies of HR personnel, the department
will increase its credibility and be integrated into a strategic role. For that
purpose, measuring itself from a business perspective and by the value it
brings to an organization is the key to its elevation to the role of a
strategic business partner. Once there is a clear understanding of how HR
affects the bottom line from a business / and or strategic point of view, the
role of the HR function in the overall success of the organization will become
crystal clear.

Inspirational Prayer of the Day

In Search Of Peace

About me

Tasneem Hameed Expert Author

Google+ Followers

HERE YOU ARE

Good morning / good afternoon and welcome wherever you happen to be. It is my pleasure to have your company and you know that a person is known by the company he keeps, therefore, thank you very much.

If you are one who believes in human dignity, peace, prosperity, elimination of inequity and inequality, then you are the right person at the right place at the right time. Join NEW EQUAL WORLD and the international effort to secure the future of human race. Let us do it now before it is too late.